Part-time Offer Letters

Part-time employment offer letters help employers make a clear written offer and confirm the key terms of the role from the outset. Each letter is designed to be issued with the matching employment contract so that the offer, contractual terms and starting arrangements are consistent.

This collection covers a range of part-time working arrangements, including standard part-time roles, flexi-time, job share, casual work, zero hours, term-time and fixed-term part-time appointments.

Choosing the right part-time offer letter

The Part Time Employment Offer Letter is the general-purpose letter for offering a standard part-time role. It is designed to accompany the matching part-time employment contract and confirm the key starting terms, including the role, workplace, remuneration and proposed start date.

The matching Part-Time Employment Agreements should be used alongside these offer letters so that the proposed working pattern, pay, start date and contractual terms are consistent from the outset.

Offer letters for job share, casual and zero hours arrangements

Where the part-time arrangement is not a straightforward fixed-hours role, employers should use the offer letter that matches the working pattern. The Job Share Employment Offer Letter is intended for roles shared between two employees, while the Casual Work Employment Offer Letter and Zero Hours Employment Offer Letter help employers issue offer paperwork for less regular working arrangements.

Fixed-term part-time appointments

The Fixed Term (Part Time) Employment Offer Letter should be used where the role is part-time but also limited to a fixed-term appointment. This helps keep the offer wording aligned with the intended duration and the contract that will be issued.

Right to work checks and starter documents

The offer letters require the employee to provide evidence of their legal right to work in the UK and ask new joiners to bring identity documents and their P45 when they start employment.

Health disclosure and reasonable adjustments

Employees are asked to advise the employer of any medical conditions, allergies or disabilities so the employer can consider whether reasonable adjustments may be appropriate under the Equality Act 2010.

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